WELLNESS CONSULTANT(NEW HIRES)

MEMBERSHIP SALES 101Kimberly Haynes

CUR/516February 1, 2016Frances Fulcher

Overview of The Course Main components of the course Timeframe of the training course ( Day by

day agenda) List of tools used to cover activities Benefits from the course after completion Summary of training course

Introduction In the course, it will open an essential

path for new hires to comprehend the skills needed for the job. With this concept, it can help to distinguish how hires will identify the roles of handling the objections from clients or the commitment from clients. The training course can demonstrate effective learning strategies for new hires to capture and apply the necessary skills to improve goals.

Training Course Description-Phase I

The purpose of the course is to train new hires on how apply effective selling skills after service to gain long-term relations with clients Audience- Well Consultants (New Hires)

New hires will get an understanding of the company values and morals.

New hires will capture the concept of becoming familiar with skills of knowing how memberships benefit the customer for long-term.

Cont. Phase I Length of course:

2 weeks training course (40 hours each week) New hires must attend Monday-Friday training

from 8am-4pm Attendance is mandatory to receive relevant

information in becoming effective wellness consultants

Phase I Goals The new hires consultants will list levels

of customer decision making. Consultants should be able to explain the

reasons and goals of selling memberships and different types of selling strategies.

Given the complete works of mastering skills, new hires will understand the quality of service to offer the clients.

New hires will complete the course with 100% passing scores and creativity

Key Objectives Phase II Learning Objectives at a glance:

List the levels of customer decision making Explain the reasons and goals of selling Review the selling techniques and different

types of selling strategies. Demonstrate effective concepts of learning

the tools to handle objections.

4 Steps To Solve Not Sell Discover

Find out what the clients needs are to find the right service for long-term services.

Reaffirm Assure your clients understand their need.

Solve Provide the clients with a solution based on what

you learned. Recommend

Give the clients a reason to come back! Recommend a membership or service that will fit their needs.

Resources Instructional Activities:

Buddy to Buddy selling scenario. Jeopardy- matching the objections to the

correct response Creating graphic organizer to display the steps

of selling. Technology Tools:

Technology tools Video (watching actual consultants assist clients with the

membership) Web-based training (taking compliances) Computers resources

Timeline Phase III Start Date:

February 1, 2016 Ms. K. Haynes- Training Director Mr. J. Miller- Facilitator New Hires- Active Learners Materials needed for course:

Computers Video New hires training booklet. Pre-Test Assessment End of the course assessment

Implemented Plans Implement short-term engagements Develop long-term plan Assess outcomes and replicate Engage in daily activities by putting effort

into learning the skills.

Formative Assessment New hires will used the problem-solution

chart to share information on the outcome of the course. The training director can see the levels of success from the chart and have open discussion to determine if the skills have been master.

Evaluation Phase IV Evaluation is needed to see if objectives

have been meet in the course. It will develop a plan to review what improvements are required for advancements.

1st Week 2nd Week 3-6 Weeks 65% of workers

will achieve goals the first time with working with the clients

35% of workers will run into some difficulties in meeting goals.

85% will demonstrate effective strategies by increasing numbers from last week

15% will master the concept, but struggle in handling objections

97% will have the steps master by incorporating selling methods

3% will make some improvements, but will require some additional tips to enhance selling strategies

Conclusion The training course will allow effective

work experiences improve from engaging in the 2 weeks course. Hires are able to learn how to handle many situations and overcome different levels of setbacks.

Reference Page Pena-Sanchez, R. (2012). Efficiency of training

courses. Competition Forum, 10(2), 66-73. Retrieved from http://

search.proquest.com/docview/1196910243?accountid=458  Keengwe, J., & Georgina, D. (2012). The digital

course training workshop for online learning and teaching. Education and Information

Technologies, 17(4), 365-379. doi: http://

dx.doi.org/10.1007/s10639-011-9164-